| The thesis aims at how to improve the performance management level of Qingdao Y.L.S. Textiles Co.,Ltd.Qingdao Y.L.S.Textiles Co.,Ltd was founded in year 1995,with five Manufacturing bases including Chengyang zhida textiles base,Jiaozhou Y.L.S.textiles base,Jiaozhou Ruiqi textiles base,Lianyungang textiles base and Lianyungang Livings base. Qingdao Y.L.S.Textiles Co.,Ltd have 200,000 square meters of productioin space and more than 3,000 employees.The company mainline are bedding sets,panels,shower curtains which is one of the most important professional Hometextile manufacturers in China.With the rapid development of Qingdao Y.L.S.Textiles Co.,Ltd,the human resource is becoming the most vital factor for Y.L.S.to win advantages in the fierce competition.A set of scientific performance management method is the key factor to keep,motivate employees and further to maintain the competitive ability of the organization.Performance-motivation effect is becoming the most important part of human resource management.How to design scientific and reasonable performance management structure and to realize its maximal effect is the necessary management means by which Y.L.S.can attract and hold talents as well as strengthen competitive capability.This paper is divided into five parts.The first part introduces the background,significance and the status quo of the research on performance management at home and abroad.The second part introduces some correlated performance management theories,the differences between performance appraisal and performance management,and the model of performance management.The third part analyses the status quo and problems of the performance management in Y.L.S.It introduces the management structure of the company,the company's original performance appraisal system and the existing problems.The fourth part mainly designs and constitutes new employee performance management system,including the work analysis,determining the tasks and responsibilities of the positions and the corresponding staff,designing research questionnaire,carrying out objective management,establishing KPI Index System,designing evaluation forms,establishing procedures for performance management,designing performance appraisal process,designing evaluation cycle,using the results of the evaluation,the communication feedback,etc.The fifth part talks about the guarantee for the implementation of Y.L.S.'s performance management system,including building a culture of corporate performance,support of basic management,follow-up of salary management system,the amendment of performance appraisal system and the organizational guarantee.The sixth part as the conclusion brings forward more consideration about the performance management. |
PDF Full Text Request